Through conference committee we have highlighted retention and recruitment issues throughout the Technical unit. Providence heard our suggestions and has proposed changes to Respiratory Care Practitioner (RCP) job titles and classifications. Specifically, the Employer is proposing to:
Read MoreWe are quickly approaching the official start of our 2025 contract negotiation cycle for the Providence St. Peter RN contract—with our first bargaining date with Providence scheduled for March 17.
Read MoreWe met again with REI’s Morgan Lewis lawyers on February 24 and 25. We reached a Tentative Agreement on Anti-Discrimination and continued to get closer on Union Representation, Health & Safety, Job Vacancies & Promotions, Seniority, and Technology & Data. We’re hopeful that REI will keep up this momentum and continue to come to the table prepared and with respect as we work towards a fair first contract. This shift is in no doubt due to all of our organizing efforts and the unity we’ve maintained over the last few years!
Read MoreOn Wednesday, February 26 both the Administrator’s Unit and the Computer Operators and Distribution Unit ratified their contracts by super-majorities of those voting in each group!
Read MoreAs noted in our update on February 25, our Union Bargaining Team met with Seattle Children’s Hospital Management on Monday, February 24 and reached a Tentative Agreement by late evening that day. We are strongly encouraging a “YES” vote on this offer.
Read MoreOur Union Bargaining Team met with Seattle Children’s Hospital Management on Monday, February 24 in our continuing quest to come to a comprehensive Tentative Agreement on all outstanding issues. While the day stretched into the evening, with both parties working hard to come to an agreement, we finally managed to get an offer we could fully recommend around 9pm.
Read More
Bargaining Update
We recently met with Draper Valley Farms on February 19, 20, and 21 to continue negotiating OUR contract at the Processing Plant and Distribution Center. By the end of the third day of negotiations, we had presented all our proposals to the employer that included wage increases that reflect the rising cost of living, higher pay for heavier jobs, and pay increases that recognize years of service. Unfortunately, by end of the third day, we had not received a response on the economic proposals. The next bargaining sessions will be on March 3 and 4. It’s important to stay united and keep showing our support with the stickers to demonstrate our strength and unity.
This negotiation is about finding common ground between us and the company. There are proposals we’ve rejected, and there are also proposals they’ve rejected. We need your support to show our unity and our power!
— Felix
If you have any questions or need more information, please contact our union representative, Celia Ponce-Sanchez, at (206)436-6581.
Actualización de Negociaciones
Nos reunimos con Draper Valley Farms el 19, 20 y 21 de febrero para continuar negociando NUESTRO contrato en la Planta de Procesamiento y el Centro de Distribución. Al final del tercer día de negociaciones, presentamos todas nuestras propuestas al empleador, que incluían aumentos salariales que reflejan el aumento del costo de la vida, un salario más alto para los trabajos más pesados y aumentos salariales que reconocen los años de servicio. Desafortunadamente, al final del tercer día, no habíamos recibido una respuesta sobre las propuestas económicas. Las próximas sesiones de negociación serán el 3 y 4 de marzo. Es importante seguir unidos y continuar mostrando nuestro apoyo con las calcomanías para demostrar nuestra fuerza y unidad.
Esta negociación se trata de encontrar un punto de acuerdo entre nosotros y la compañía. Hay propuestas que hemos rechazado, y también propuestas que ellos han rechazado. ¡Necesitamos su apoyo para mostrar nuestra unidad y nuestro poder!
— Felix
Si tienen preguntas o necesitan más información, por favor contacten a nuestra representante, Celia Ponce-Sanchez, al teléfono (206) 436-6581.
ਬargaining ਅਪਡੇਟ
ਅਸੀਂ ਹਾਲ ਹੀ ਵਿੱਚ 19, 20 ਅਤੇ 21 ਫਰਵਰੀ ਨੂੰ ਡਰੇਪਰ ਵੈਲੀ ਫਾਰਮਸ ਨਾਲ ਮਿਲੇ ਆਪਣੇ ਕਾਂਟ੍ਰੈਕਟ ਬਾਰੇ ਗੱਲਬਾਤ ਕਰਨ ਲਈ। ਤੀਜੇ ਦਿਨ ਦੀ ਗੱਲਬਾਤ ਦੇ ਅਖੀਰ ਤੱਕ ਅਸੀਂ ਆਪਣੇ ਸਾਰੇ ਪ੍ਰਸਤਾਵ ਰਜਿਸਟਰ ਕਰ ਲਏ ਸਨ, ਜਿਨ੍ਹਾਂ ਵਿੱਚ ਜੀਵਨ ਦੀ ਉੱਚੀ ਕੀਮਤ ਨੂੰ ਧਿਆਨ ਵਿੱਚ ਰੱਖਦਿਆਂ ਤਨਖਾਹਾਂ ਵਿੱਚ ਵਾਧਾ, ਭਾਰੀ ਕੰਮਾਂ ਲਈ ਵਧੀਆ ਤਨਖਾਹ ਅਤੇ ਸੇਵਾ ਦੇ ਸਾਲਾਂ ਦੀ ਸਨਮਾਨਿਤ ਕੀਮਤ ਵੀ ਸ਼ਾਮਿਲ ਸੀ। ਤੀਜੇ ਦਿਨ ਦੇ ਅਖੀਰ ਤੱਕ ਸਾਨੂੰ ਆਰਥਿਕ ਪ੍ਰਸਤਾਵਾਂ ‘ਤੇ ਕੋਈ ਜਵਾਬ ਨਹੀਂ ਮਿਲਿਆ। ਅਗਲੀ ਗੱਲਬਾਤ ਸੈਸ਼ਨ 3 ਅਤੇ 4 ਮਾਰਚ ਨੂੰ ਹੋਵੇਗਾ। ਇਹ ਜਰੂਰੀ ਹੈ ਕਿ ਅਸੀਂ ਇਕਠੇ ਰਹੀਏ ਅਤੇ ਸਟਿੱਕਰਾਂ ਨਾਲ ਆਪਣਾ ਸਮਰਥਨ ਜਤਾਉਂਦੇ ਰਹੀਏ ਤਾਂ ਕਿ ਅਸੀਂ ਆਪਣੀ ਤਾਕਤ ਅਤੇ ਇਕਤਾ ਦਾ ਪ੍ਰਦਰਸ਼ਨ ਕਰ ਸਕੀਏ।
ਇਹ ਗੱਲਬਾਤ ਸਾਡੇ ਅਤੇ ਕੰਪਨੀ ਦੇ ਵਿਚਕਾਰ ਇੱਕ ਸਾਂਝੀ ਮੰਜ਼ਿਲ ਨੂੰ ਲੱਭਣ ਬਾਰੇ ਹੈ। ਕੁਝ ਪ੍ਰਸਤਾਵਾਂ ਅਸੀਂ ਰੱਦ ਕੀਤੀਆਂ ਹਨ, ਅਤੇ ਕੁਝ ਪ੍ਰਸਤਾਵਾਂ ਉਹਨਾਂ ਨੇ ਰੱਦ ਕੀਤੇ ਹਨ। ਸਾਨੂੰ ਤੁਹਾਡੇ ਸਮਰਥਨ ਦੀ ਲੋੜ ਹੈ ਤਾਂ ਜੋ ਅਸੀਂ ਆਪਣੀ ਇਕਤਾ ਅਤੇ ਤਾਕਤ ਨੂੰ ਦਿਖਾ ਸਕੀਏ!
— ਫੇਲਿਕਸ
ਜੇ ਤੁਹਾਡੇ ਕੋਲ ਕੋਈ ਸਵਾਲ ਹੋਵੇ ਜਾਂ ਹੋਰ ਜਾਣਕਾਰੀ ਦੀ ਲੋੜ ਹੋਵੇ, ਤਾਂ ਕਿਰਪਾ ਕਰਕੇ ਸਾਡੇ ਯੂਨੀਅਨ ਪ੍ਰਤੀਨਿਧੀ ਸੇਲੀਆ ਪੋਂਸੇ-ਸਾਂਚੇਜ਼ ਨਾਲ ਸੰਪਰਕ ਕਰੋ, (206) 436-6581 ‘ਤੇ।
Our Union held our first round of Contract Action Team (CAT) meetings on February 19 at 9am and 4pm. We identified higher wages, better seniority, scheduling protections, and improving our retirement as major priorities to fight for at the bargaining table.
Read MoreOur current contract is set to expire on April 7, 2025, and negotiations for the next agreement are approaching. Bargaining surveys will be sent out by email within the week - please make sure to check your emails and give feedback about your priorities! This is our opportunity to meet at the bargaining table and fight for the wages, benefits, and working conditions that you want to see at Crossroads. Our bargaining team is also looking for passionate and dedicated coworkers to join the committee. If you’re interested in joining or want to learn more about the process, please call your union rep Allison Hanley at (206) 436-6586.
Labor Management Committee Meeting Update
Your Labor Management Committee met with management on Monday, January 27, to discuss workplace concerns about safety, scheduling, and store maintenance. Updates on these issues are included below.
Hours Agreement
The Employer heard concerns from the members about the impact of reduction of hours below the hours agreement. The expectation is to have advanced notice for any changes beyond what was communicated. The Employer was agreeable to elaborate on the impact of winter sales on labor hours for future provided hours agreements. The Employer will consider additional methods to keep staff informed, like a publicly posted notice or check-in during team meetings.
Vent Maintenance
The Employer acknowledges that even with proper upkeep, dust seems to collect quickly due to the building and the product being sold. They have already purchased some air purifiers to help with the issue and have agreed to get additional air purifiers for the register and POS area. The Union and the Employer agreed to follow up later about previous duct maintenance to see when the next cleaning would be in order.
Alias Name Tags
The Employer heard that general safety around name tags and gender identifiers was a concern for staff. They maintain that some form of identification is necessary to verify possible transaction issues. Employees are free to change their work alias as often as they want, as long as the Employer can verify whose alias belongs to whom. The Employer encouraged any staff with safety concerns about being identified to meet with Melissa to work out alternate solutions.
The Employer maintained that members could display or omit pronouns on name tags. They were open to posting signage similar to HotCakes’, which encourages customers to use gender-neutral pronouns for all staff members.
Fitting Room Policy
The Employer heard feedback about the bag check policy and whether it was helpful to create a safe environment in the fitting rooms area. The Employer agreed to discuss this in upcoming staff meetings to decide if this policy works for everyone moving forward.
Lighting
The Employer heard concerns about the bright fluorescent lights causing headaches in the darker winter months. Since changing the warmth settings of the lights would require a technician, the Employer was willing to cycle through the other settings and assess them if a technician should be scheduled for maintenance.
Following just two bargaining dates with MultiCare management to negotiate the terms and conditions of Women's Center employees' entry into the UFCW 3000/MultiCare Clinics union contract, our bargaining team is overjoyed to announce that we have come to a tentative agreement!
So what does that mean?
Simply put, this means that our union bargaining team has reached a final agreement with MultiCare on the part of the contract which will outline how we officially join the clinics Collective Bargaining Agreement.
The reason this is called a tentative agreement is because the next step is that we all vote on whether we accept the agreement. Permitting the majority of us agree, the process set forth will begin.
We have scheduled votes for all of you to come by, review the agreement, and cast your ballot! We encourage all newly-represented Women's Center employees to attend, and as such we've worked to coordinate votes at all three locations:
Meeting rooms are pending confirmation from the Employer, an update will be sent from UFCW once verified!
Monday, March 3, 2025:
Puyallup MultiCare Women's Center
7:30 AM - 9:30 AM
Sunrise MultiCare Women's Center
11:00 AM - 12:30 PM
Bonney Lake MultiCare Women's Center
2:00 PM - 3:30 PM
"This entire process, from organizing our union, winning our election, then meeting with management to negotiate our Agreement, has been tough- but we're so proud to say that we have come to an Agreement that benefits all members at the Women's Centers!"
—Carol Kring
Your Bargaining Team L-R: Liam Hughes, Medical Assistant @ Sunrise Women's Clinic; Tracey Fleming, Nurse Navigator @ Puyallup Women's Clinic; Carol Krings, Medical Receptionist @ Puyallup Women's Clinic.
Our Union Bargaining Team is happy to announce that our new Collective Bargaining Agreements for both the grocery and meat units were ratified this past Tuesday by an overwhelming majority of those voting!
The terms of the contract are now in effect while the Negotiator works through the post-vote process of review and approval of Local 3000’s President Faye Guenther’s signature. In the meantime the “redline” draft of the contracts showing all deletions and additions in red will be available online within a few business days.
If there are questions or concerns please speak with a Bargaining Team member or call our Member Resource Center at 866-210-3000 so that we may have the appropriate person get back to you.
Our Bargaining Team (left to right): Chris Paine, Interim Produce Manager; Andee Taylor, Grocery Clerk; Eddie Parks, Interim Assistant Deli Manager; Dylan Lindquist, Meat Cutter [not pictured]
After months of negotiations, our Union Bargaining Team has reached a tentative agreement on a new contract with Northwest Administrators!
Read MoreOn Friday February 14, we met with the employer to negotiate the best contract for every job classification in our bargaining unit no matter how big or small. We shared stories of other hospitals sending us their patients because our staff saves lives.
Read MoreFollowing highly attended vote meetings throughout Tuesday, February 18, our Mary Bridge RN union bargaining team are thrilled to announce that our 2024 – 2027 Collective Bargaining Agreement has been overwhelmingly ratified!
Read MoreAfter several months of bargaining we have reached a tentative agreement for a new contract. Our Union Bargaining Team recommends a YES vote!
Read MoreThe key to our success is staying unified and continuing to fight for better wages, better staffing, and better stores.
Read MoreWhile members previously voted in December on a general strike authorization, this second vote is specifically related to authorizing an unfair labor practice (ULP) strike in response to NWA’s illegal conduct at the bargaining table.
Read MoreJoin your coworkers at a monthly Contract Action Team meeting—Let’s stay organized to win a strong contract this year.
Read MoreTri-Cities Community Health has proposed a temporary memorandum of understanding to address the RN staffing challenges in Behavior Health.
Read MoreOur Union Bargaining Team met with Seattle Children’s Hospital Management on Monday, February 3. Because the Employer needed more time to put together their second counterproposal on economics we began midday
Read MoreWe are the Union. The members of UFCW 3000 are over 50,000 members working in grocery, retail, health care, meat packing, cannabis, & other industries across Washington state, north-east Oregon, and northern Idaho. UFCW 3000 is a chartered member of UFCW International with over 1.4 million workers in North America.
To build a powerful Union that fights for economic, political and social justice in our workplaces and in our communities.
